Director - Talent Management

About the Department

Imagine being a part of a team committed to helping people defeat diabetes and other serious chronic conditions. Here at Novo Nordisk, we seek out opportunities to contribute to healthier communities and better lives for all people. And, that’s what you’ll gain by joining Novo Nordisk’s Human Resources team. Our HR team is passionate about their purpose – enabling business success the Novo Nordisk Way by turning the Company’s business strategy into an actionable workforce strategy. A strategy which captures the entire employee life-cycle. At Novo Nordisk, you will join an inclusive team of diverse talent and benefit from a range of possibilities for professional and personal development. Are you ready?

The Position

The Director, Talent and Performance is responsible for supporting the Senior Director of Talent Management in driving the design, development, implementation and adoption of talent management Novo Nordisk Inc. (NNI) programs, tools, and processes in the disciplines of performance management, succession planning, talent management and strategic workforce planning. Manages communications that are aligned with the company business strategy, people strategy and drives a high-performance culture. Manages talent assessment and succession planning initiatives and communications that are aligned with people strategy of each divisions and functions. Functions as a talent lead, partnering with aligned HRBPs to support designated client groups throughout the organization. Consults with senior leaders, HRBPs and line management on various performance excellence, strategic workforce planning, talent development and assessment and succession planning strategies. Works with leaders to formally and informally drive the year-long performance management cycle, including objectives setting (plan), coaching (coach), evaluation and rewards. Support and lead change management efforts associated with all key talent and culture initiatives being implemented across NNI. This position is highly visible, and the incumbent must be able to influence employees at all levels in the organization to adopt to the new performance processes. Must highly collaborate with HRBPs and L&D teams.

Relationships

The role is the primary interface with mid to senior level leadership relative to Talent Management and business impact within. Interacts with field and home office cross-functional areas, across NNI. In addition, serves as a key contact and partner to a host of vendors/agencies. Participates as an active member of the People Development and Talent Management team.

Essential Functions

• Partners with director on creation of the annual timeline, to include meeting design, pre-work, meeting facilitation, and outcomes/ongoing measures
• Facilitates a process which focuses on building bench strength to meet current and future business needs
• Facilitates the continued roll out of a consistent Performance Management process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth
• Consults with and supports the build of HRBP capability to lead talent and succession planning work with a focus on assessment, development, bench/pool planning, and talent planning
• Supports and helps enable the talent review and succession planning strategy, process, and tools for the annual and ongoing process (in alignment with global)
• Serves as the expert on the strategy, philosophy, process, tools, training materials, and communications for the annual process. This includes building capability on how to provide feedback and coaching, how to write goals, how to create development plans, and how to have meaningful performance reviews. This also includes identifying the right systems and processes to enable an effective and user-friendly experience for employees and people managers, as well as generate data and insights to inform talent management strategies
• Talent Metrics - Establish metrics, monitor progress, and communicate insights. Partners with IT to create and automate a Talent Dashboard
• Executes individual leadership, career and talent assessments as appropriate using a variety of tools
• Serve as a resource to recruiting and business partners in the identification of candidates for critical roles
• Performance Management:
  • Serves as the expert on the strategy, philosophy, process, tools, training materials, and communications for the annual process. This includes building capability on how to provide feedback and coaching, how to write goals, how to create development plans, and how to have meaningful performance reviews. This also includes identifying the right systems and processes to enable an effective and user-friendly experience for employees and people managers, as well as generate data and insights to inform talent management strategies
  • Facilitates the continued roll out of a consistent Performance Management process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth
• Talent Assessment, Talent Review and Succession Planning:
  • Supports and helps enable the talent review and succession planning strategy, process, and tools for the annual and ongoing process (in alignment with global)
  • Partners with director on creation of the annual timeline, to include meeting design, pre-work, meeting facilitation, and outcomes/ongoing measures
  • Consults with and supports the build of HRBP capability to lead talent and succession planning work with a focus on assessment, development, bench/pool planning, and talent planning
  • Facilitates a process which focuses on building bench strength to meet current and future business needs
  • Executes individual leadership, career and talent assessments as appropriate using a variety of tools
  • Talent Metrics - Establish metrics, monitor progress, and communicate insights. Partners with IT to create and automate a Talent Dashboard
  • Serve as a resource to recruiting and business partners in the identification of candidates for critical roles

• Helps create workforce planning approach and tools or curates from Global
• Workforce Planning:
  • Helps create workforce planning approach and tools or curates from Global
  • Facilitates workforce planning process across North America to ensure near- and long-term talent needs are being identified and action plans created.
  • Supports the annual process in partnership with Talent Acquisition (TA). Review outcome of annual data collection, share insights, and partner with TA to create staffing strategies
• Supports the annual process in partnership with Talent Acquisition (TA). Review outcome of annual data collection, share insights, and partner with TA to create staffing strategies
• Facilitates workforce planning process across North America to ensure near- and long-term talent needs are being identified and action plans created.
• Career Path Framework:
  • Helps enable the career path philosophy, strategy, framework and approach for implementation under the supervision of the leader of Talent Management. This includes the creation of tools, capability building / awareness / communications to key stakeholders, and measuring outcomes
• Helps enable the career path philosophy, strategy, framework and approach for implementation under the supervision of the leader of Talent Management. This includes the creation of tools, capability building / awareness / communications to key stakeholders, and measuring outcomes

Physical Requirements

20-30% overnight travel required.

Qualifications

• Demonstration of critical thinking and analytical skills are essential
• Knowledge of the Pharma industry a plus
• A proven track-record of influencing a corporate culture and successfully executing significant change management initiatives
• Demonstrated ability to provide strategic talent management enablement and support across the organization
• Demonstrated, knowledge of talent management principles and practices, with demonstrated knowledge of applicable laws and regulations governing these areas
• Proven ability to translate business strategies into talent management strategy and priorities
• BA/BS degree in HR, Business Administration or a related field required. Advanced degree preferred
• Requires well-developed and highly effective listening, communication, presentation and persuasive skills, including the ability to receive, process and present both strategic and tactical information
• At least 10 years relevant experience in HR, with at least 5 years of direct talent management experience, including knowledge of full cycle performance management

We commit to an inclusive recruitment process and equality of opportunity for all our job applicants.

At Novo Nordisk we recognize that it is no longer good enough to aspire to be the best company in the world. We need to aspire to be the best company for the world and we know that this is only possible with talented employees with diverse perspectives, backgrounds and cultures. We are therefore committed to creating an inclusive culture that celebrates the diversity of our employees, the patients we serve and communities we operate in. Together, we’re life changing.

Novo Nordisk is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, protected veteran status or any other characteristic protected by local, state or federal laws, rules or regulations.

If you are interested in applying to Novo Nordisk and need special assistance or an accommodation to apply, please call us at 1-855-411-5290. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.